Goodwill Industries of Northern New England
NeuroRehabilitation Services at Goodwill
BaySide NeuroRehabilitation Services
WestSide NeuroRehabilitation Services
Robert B. Perna, Ph.D., FPPR, ABPN
Director of Clinical Psychology Training
Clinical Director at WestSide NeuroRehabilitation Services
Mark G. Kiefner, Ph.D.
Clinical Director at BaySide NeuroRehabilitation Services
Goodwill Industries of Northern New England
NeuroRehabilitation Services Pre-Doctoral Psychology Internship
Program in Clinical Neuropsychology
1. The internship setting
2. Overall internship training goals and objectives
3. Internship Program Components
A. Clinical Services 1) Diagnostic
Evaluation 2) Consultation 3)
D. Research opportunities
4. Allocation of Clinical Activities/Intern Responsibilities
5. Program Faculty
6. Terms and Benefits of Internship
7. Internship Program Eligibility
8. Application Process and Deadline
9. Grievance and Due Process Procedures
Pre-Doctoral Psychology Internship Program in Clinical Neuropsychology
NeuroRehabilitation Services at Goodwill is provided in two separate day treatment centers and seven
residential care sites in Portland and Lewiston, Maine. The day treatment centers serve approximately
460 individuals per year and the residential programs provide long term housing and services to 29
individuals per year. Goodwill Industries of Northern New England provides support to individuals
with neurological impairment, developmental disabilities, deafness, physical disabilities, mental illness, or
other disadvantages. The mission of the organization is: “Through employment, residential, educational
and support services, Goodwill works to enhance the social and economic independence of people with
disabilities and others who experience barriers to such independence.”
WestSide NeuroRehabilitation Services is one of two comprehensive brain injury rehabilitation
programs owned and operated by Goodwill Industries of Northern New England. Program staff work
with individuals from a wide geographical area who, largely, have sustained an acquired brain injury.
WestSide is accredited by the Commission for Accreditation of Rehabilitation Facilities (CARF) as a
provider of brain injury services to adults, adolescents, and children in the areas of Outpatient
Rehabilitation as well as Vocational, Residential, and Home and Community Based Services. Treatment
at WestSide is provided through the transdisciplinary model. As such, the treatment team consists of
variety of individuals each representing different modalities of treatment including: a physiatrist, board
certified neuropsychologist, speech language pathologist, occupational therapist, physical therapist,
therapeutic recreation specialist, case management, registered nurse, and rehabilitation technicians.
BaySide NeuroRehabilitation Services is the second of two comprehensive brain injury rehabilitation
facilities operated by Goodwill Industries of Northern New England. Staff members at BaySide
NeuroRehabilitation Services also work with individuals who have acquired brain injury, but who
primarily reside in the greater Portland area. BaySide is also CARF accredited as a provider of brain
injury services to adults, adolescents, and children in the areas of Outpatient Rehabilitation, Vocational,
Residential, and Home and Community Based Services. Services are provided through a
transdisciplinary model. The treatment team has a physiatrist, neuropsychologist, social worker, speech
language pathologist, occupational therapist, physical therapist, case management, registered nurse,
therapeutic recreation specialist, and rehabilitation technicians.
BaySide and WestSide offer comprehensive training programs for Pre-Doctoral Psychology Interns, and
both programs adhere to INS/Division 40 guidelines for Specialty Training in Neuropsychology. As such,
each internship position requires a one year, full time commitment. Training will occur at WestSide
NeuroRehabilitation Services in Lewiston, Maine and at BaySide NeuroRehabilitation Services in
Portland which is approximately 45 minutes from Lewiston. Both locations offer accessibility to a wide
variety of cultural, recreational and professional opportunities.
THE INTERNSHIP PROGRAM DESCRIPTION
OVERALL GOALS OF TRAINING PROGRAM
NeuroRehabilitation Services at Goodwill offers comprehensive pre-doctoral training experience in the
clinical practice of Neuropsychology in an outpatient setting. Aside from extensive training in
Neuropsychology, interns will gain experience in rehabilitation psychology and health psychology issues.
Training goals are to develop independent professional practitioners of clinical neuropsychology and
rehabilitation who can integrate theoretical concepts of brain-behavior relationships with quantitative
hypothesis testing and process approaches of Neuropsychology. Our internship training program is
mutually planned by the intern and the Director of Training in Neuropsychology to meet the specific needs
and interests of the intern. The internship program is a yearlong full-time experience designed to provide
the intern with clinical and didactic training and supervision in the area of psychological assessment,
treatment and consultation in preparation for work as a Neuropsychologist in the area of
neurorehabilitation. The intern’s caseload is arranged to promote learning and an increasing level of
professional responsibility. As such, consultations, case presentations, research presentations, and
other teaching opportunities are integral, components of the internship program.
OBJECTIVES OF INTERNSHIP PROGRAM
Primary objectives of internship training program:
• To increase professional competence in the areas of neuropsychological theory, evaluation,
diagnosis and making treatment recommendations
• To develop competence in the communication of tests results through written reports and oral
• To effectively collaborate with team, family, and other professionals regarding treatment
• To encourage the development of interpersonal professional skills in working with other
healthcare specialists in a multidisciplinary setting
• To understand the role of consultant and methods of consultation to patients and professionals
• To promote the development of research skills, especially in the area of neuropsychology
• To ensure a high standard of ethical practice
• To promote a desire for continuing personal and professional development
INTERNSHIP PROGRAM COMPONENTS
Interns will become competent in the administration, scoring, and interpretation of various
neuropsychological instruments for the purpose of differential diagnosis in the context of the patient’s
medical history and neurological findings. Interns will also provide feedback toward the implementation
of treatment planning, through making appropriate recommendations, and in many cases, will be
responsible for monitoring treatment effectiveness. Evaluations are conducted under the supervision of
the Neuropsychologist. Training in neuropsychology is focused on diagnostic evaluation which fosters
an integration of research, behavioral observations, psychological factors, cognitive processes, and brain
function. Neuropsychological training further emphasizes the role of individual differences as well as
developmental and environmental factors in
the interpretation of test findings. As an important aspect of interpretation and diagnosis, explanation of
the results to the patients, caregivers, and referral sources is highly emphasized as well.
Interns will have the opportunity to assess clients who represent a wide range of neurological and
psychiatric disorders including: traumatic brain injury, dementia, stroke, seizure disorder, depression,
somatization disorders, malingering, learning disabilities, and other acquired or progressive disorders.
Referral sources are primarily neurologists, neurosurgeons, physical medicine physicians, and attorneys.
The majority of clients are adults; however, there are opportunities to work with children.
Consultation is a strong area of focus. Interns will become comfortable with the consultative role that
psychologists play when working with rehabilitation and mental health professionals.
Interns will have the opportunity to provide long and short-term individual psychotherapy as well as group
and family therapy. Pain and stress management and adjustment to disability are strongly emphasized.
The intern will have the opportunity to work with clients who present with chronic pain, sleep disorders,
mood disorders, anxiety disorders, substance abuse, and adjustment to chronic and acute illnesses. As
delineated by the rehabilitation model, psychotherapy training is designed to complement ongoing medical
care as a means of improving the clients’ emotional and physical well being in order to maximize life
participation. Therapeutic intervention with families and caregivers is also provided to assist the family’s
understanding of and adjustment to disability, and to encourage the client’s integration within the family
The internship training will begin with orientation to the agency and the agency’s programs. During this
period the intern will become acquainted with the staff, setting, and agency policies and procedures. A
series of training/seminars are provided for each intern onsite. In addition to weekly individual formal
instruction, the intern will also have the opportunity to participate in weekly didactic discussions,
assessment, consultation issues; service plan development; and case management review. Individual and
collaborative research opportunities are available as well as protected time to complete doctoral
dissertation requirements as needed.
A central component of the internship is supervised clinical experience that challenges the intern to
develop his or her conceptual and practical skills in the assessment and treatment of neuropsychological
disorders. Each intern is assigned a primary supervisor who has the responsibility of overseeing the
intern’s program and progress. Supervision is provided primarily on an individual basis and interns
typically receive 2 -3 hours of supervision per week. Additionally, one hour of group supervision (i.e. case
conference) is provided weekly. On a daily basis, liberal time for informal supervision is allotted as well.
Individual supervision will be provided by the Training Director and will address issues including clinical
assessment and treatment issues, report writing, ethical issues, patient feedback, and other professional
issues. Interns will receive intensive one-to-one
supervision for all cases. Additionally, interns will present selected cases in a weekly case conference
meeting. Interns will receive a formal performance evaluation from the Training Director a minimum of
two times a year.
The neuropsychology internship at WestSide NeuroRehabilitation and BaySide NeuroRehabilitation
offers a variety of empirical research opportunities. WestSide and BaySide regularly collect outcome
data involving physical, cognitive, and psychological adjustment of people who receive treatment at these
facilities. Used previously for poster presentations at the International Neuropsychological Society
Annual Meeting and National Academy of Neuropsychology and currently for manuscript publication, this
large database is available for interns to conduct studies of interest. Additionally, there are a variety of
collaborative opportunities for presentations and publications with supervisors.
Recent intern publications/presentations include the following:
• Neurorehabilitation associated gains following longstanding traumatic brain injury
• Predictors of independent living after traumatic brain injury
• Brain injury rehabilitation: Compensatory skills versus Cognitive Rehabilitation
• Depression and treatment following brain injury
ALLOCATION OF CLINICAL ACTIVITIES/INTERN RESPONSIBILITIES
Clinical work is assigned based on intern’s training goals and level of experience. As the intern
demonstrates proficiency there is increasing autonomy and complexity. Each intern is expected to be a
contributing member of the transdisciplinary team. As the intern demonstrates skill development
responsibilities will also increase.
This position is a full time commitment with work day hours usually 8-5.
25% Psychotherapy/other clinical activities
15% Supervision/ didactics
Dr. Mark Kiefner, Ph.D.
Mark Kiefner, Ph.D. is a Neuropsychologist and the Clinical Director/Administrator at BaySide
NeuroRehabilitation Services. He is an adjunct clinical faculty member in the Department of Clinical
Psychology at Antioch University of New England. Since completing his Neuropsychology Fellowship at
the San Francisco VA Hospital he has worked in the field of brain injury rehabilitation. He has authored
and co-authored multiple articles describing the roles of the right and left hemispheres. He has presented
on the topics of rehabilitation, relationships, and therapeutic processes at many conferences over the last
20 years. His interests include therapeutic relationships, limbic resonance, personality disorders, and staff
education and development.
Robert Perna Ph.D.,ABPN
Robert B. Perna, Ph.D., ABPN, the clinical director at WestSide NeuroRehabilitation Services, is
board certified in clinical neuropsychology and psychopharmacology, is an adjunct Associate professor
of neuroscience at the University of Southern Maine, a book reviewer and associate editor for APA
Books/PsyCritiques, a member of the APA Division 40 Program Committee, an intermittent reviewer for
the Archives of Clinical Neuropsychology, and has published and presented on numerous brain injury
and neurorehabilitation issues. Research interests include brain injury treatment outcomes,
psychological adjustment after brain injury, cognitive rehabilitation, and pharmacological interventions for
treatment of brain injury
TERMS AND BENEFITS OF INTERNSHIP/SALARY AND BENEFITS
Benefits: 2 weeks vacation; 8 agency holidays; 1 week sick time/compassionate leave/religious
holiday time; no mandatory evenings or weekends; dissertation release time; no cost access to
Employee Assistance Program; discount at Goodwill stores; opportunity available for reimbursement
for conference expenses.
ELIGIBILITY FOR PRE-DOCTORAL LEVEL INTERNSHIP
Applicants for the pre-doctoral internship are required to be currently attending a clinical psychology
doctoral program and have participated in supervised experiential training in professional psychology
APPLICATION PROCESS AND DEADLINE
The completed application for the internship includes:
• Current curriculum vitae
• Two letters of recommendation (at least one from a previous training supervisor)
• One report with identifying information removed
• Any supporting documents
Please send email or call to request an application form.
For more information you may contact:
Robert Perna, Ph.D., FPPR, ABPN, and Training Director
WestSide NeuroRehabilitation Services
618 Main Street
Lewiston, ME 04240
Phone: (207)795.6110 Fax: (207) 795.6189
GRIEVANCE AND DUE PROCESS PROCEDURES
This document establishes guidelines for the evaluation of interns, initiation of grievance procedures, and
the management of problematic performance. The guidelines are consistent with accreditation standards of
the American Psychological Association and practices of Goodwill Industries of Northern New England.
The guidelines emphasize due process and assure fairness in the program's decisions about interns, and
they provide avenues of appeal that allow interns to file grievances and dispute program decisions.
THE EVALUATION PROCESS
Goodwill’s Psychology Internship Program continually assesses each intern's performance and conduct.
The Training Director will provide a written evaluation of the intern at quarterly intervals throughout the year.
An Internship Training Committee is chaired by the Training Director and is made up of the other
Psychology Supervisors with whom the intern professionally interacts. The Training Committee reviews
the evaluation information and discusses additional information they have obtained through their
interactions with the intern and through other professional staff who have significant contact with the intern.
The Training Director combines the collaborative evaluations, will meet with the intern and provide the
intern with a summary evaluation of his/her progress in the program. Differences between interns' and
supervisors' appraisals may surface in these meetings, and in most cases will be resolved. After meeting,
the Training Director and the intern will sign the written evaluation. Based on the evaluations, the Training
Director and the intern may modify the intern's Training Plan or the Program itself to better meet the
Interns' training needs.
COMMUNICATION WITH INTERNS' HOME GRADUATE PROGRAMS
The Training Director will communicate with the intern's sponsoring graduate program about the intern's
activities and progress. At the end of the internship year, the home program will receive an evaluation
indicating whether the intern has successfully completed the internship. At any time, if problems arise that
cast doubt on an intern's ability to successfully complete the internship program the Training Director will
inform the sponsoring graduate program. The graduate program will be encouraged to participate in the
process to assist in resolving the problems.
DUE PROCESS IN EVALUATION AND REMEDIATION
The training program will follow due process guidelines to ensure that decisions about interns are not
arbitrary or personally based. The program will use the same procedures to evaluate all trainees, and it
has appeal procedures that permit any intern to challenge program decisions. The due process guidelines
include the following.
1. During the orientation phase of the internship training, all interns receive a written statement of
program expectations regarding intern performance, professionalism, and competencies.
2. Evaluation procedures are clearly described including when and how intern performance evaluations
will be conducted.
3. The procedures and actions for making decisions about problematic performance or conduct are
outlined in written statements that are provided to all interns.
4. Graduate programs are informed about difficulties with interns in a timely manner.
5. Remediation plans are instituted for identified lack of competence, and they include time frames for
remediation and specify consequences for failure to remediate the identified issues, behaviors, concerns.
6. During the orientation training phase, all interns receive a written description of procedures they
may use to appeal the program's actions, and procedures they may use to file grievances
7. Interns are given sufficient time to respond to any action taken by the program.
8. Decisions or recommendations regarding the intern's performance or conduct are based on input
from multiple professional sources.
9. Program actions and their rationale are documented in writing to all relevant parties.
DEFINITION OF PROBLEMATIC PERFORMANCE AND/OR CONDUCT
A problem behavior is defined as a behavior, attitude or characteristics of a trainee which interferes with
his or her ability to provide quality clinical services; is negatively affecting his or her relationships with
supervisors or other staff; or may be hampering his or her ability to comply with appropriate standards of
professional behavior. In general, it is a professional judgment as to when an intern's problem behaviors
are considered serious enough to fit the definitions of problematic performance or conduct versus being
commonly occurring issues that are typical among trainees and which are likely to resolve without formal
action being taken.
Goodwill defines problematic performance and problematic conduct as follows:
1 When there is interference in professional functioning that sufficiently renders the intern unable
and/or unwilling to acquire and integrate professional standards into his/her repertoire of professional
2 When the intern is unable to acquire professional skills that reach an acceptable level of
3 When the intern is unable to control personal stress that leads to dysfunctional emotional
reactions or behaviors that disrupt professional functioning.
More specifically, problem behaviors are identified as problematic performance and/or problematic conduct
when they include one or more of the following characteristics.
1 The intern does not acknowledge, understand, or address the problem when it is identified.
2 The problem is not a skill deficit that can be corrected by academic or didactic training.
3 The quality of services delivered by the intern is sufficiently negatively affected.
4 The problem is not restricted to one area of professional functioning.
5 A disproportionate amount of attention by training personnel is required.
6 The trainee's behavior does not change as a function of feedback, remediation efforts, and/or time.
PROCEDURES FOR RESPONDING TO PROBLEMATIC PERFORMANCE AND/OR PROBLEMATIC
When the Training Director’s evaluation indicates that an intern's skills, professionalism, or personal
functioning are inadequate for an intern in training, the Training Committee, with input from other relevant
professional staff, initiates the following procedures. First, the negative evaluation will be reviewed and a
determination made as to what action needs to be taken to address the problems. Second, the intern will
be notified in writing that a review is occurring and that the Training Committee is ready to receive any
information or statement that the intern wishes to provide with reference to the identified problems. Third,
after reviewing all available information, the Training Committee may adopt one or more of the following
steps, or take other appropriate action.
1. The committee may elect to take no further action in situations where the issues are not serious
enough to warrant action.
2. The committee may issue an Acknowledgement Notice that formally states the following:
The committee is aware of and concerned about the problematic performance evaluation.
The evaluation has been brought to the intern's attention and the committee or other
supervisors will work with the intern to rectify the problem within a specified time frame.
The behaviors associated with the negative evaluation are not significant enough to
warrant more serious action at the time.
3. Alternatively, the committee may issue a Probation Notice, which specifies that the committee,
through the supervisors and Training Director, will actively and systematically monitor for a specific length
of time, under more closely supervised training, the degree to which the intern addresses, changes, and/or
otherwise improves the problem behaviors. The Probation Notice is a written statement to the intern that
includes the following items:
a. A description of the problematic performance or conduct which are specifically associated
with the negative performance evaluation.
Specific recommendations for rectifying the problems.
A time frame for the probation during which the problem is expected to be ameliorated.
Procedures to assess whether the problem has been satisfactorily corrected
If the Training Committee deems that remedial action is required, the identified problems in performance or
conduct must be systematically addressed. Possible remedial steps include (but are not limited to) the
1 Increased supervision, either with the same or other supervisors.
2 Change in the format, emphasis, and/or focus of supervision.
3 A recommendation and/or requirement that personal therapy be undertaken with a clear statement
about the manner in which such therapy contacts will be used in the intern evaluation process.
4 Recommendation of a leave of absence
Following the delivery of an Acknowledgment Notice or Probation Notice, the Training Director will meet
with the intern to review the required remedial steps. The intern may elect to accept the conditions or
may challenge the committee's actions as outlined below. In either case, the Training Director will inform
the intern's sponsoring graduate program, and indicate the nature of the inadequacy and the steps taken
by the Training Committee. The intern shall receive a copy of the letter to the sponsoring graduate
Once the Training Committee has issued an Acknowledgement Notice, the problem's status will be
reviewed within three months time, or the next formal evaluation, whichever comes first. In the case of a
Probation Notice, the problem's status will be reviewed within the time frame set by the notice.
FAILURE TO CORRECT PROBLEMS
When a combination of interventions does not result in resolution of the problematic performance of
problematic conduct within a reasonable period of time, or when the trainee seems unable or unwilling to
alter his or her behavior, the training program may need to take more formal action. If an intern on
probation has not improved sufficiently to rectify the problems under the conditions stipulated by the
Probation Notice, the Training Committee will conduct a formal review and then inform the intern in writing
that the conditions for revoking the probation have not been met. The committee may then elect to take any
of the following steps, or other appropriate action.
1 It may continue the probation for a specified time period.
2 It may suspend the intern whereby the intern is not allowed to continue engaging in certain
professional activities until there is evidence that the problem behaviors in question have been rectified.
3 It may inform the intern, the intern's sponsoring graduate program, that the intern will not
successfully complete the internship if his/her behavior does not change. If by the end of the training year,
the intern has not successfully completed the training requirements, the Training Committee may give the
intern only limited certification or no certification at all. The Committee may specify those settings in which
the intern can or cannot function adequately. The intern and the intern's home department will be informed
that the intern has not successfully completed the internship.
4 It may result in dismissal from the internship.
All the above steps will be appropriately documented and implemented in ways that are consistent with
due process procedures, including opportunities for interns to initiate grievance proceedings to challenge
the Training Committee decisions.
INTERN CHALLENGE AND GRIEVANCE PROCEDURES
Interns who receive an Acknowledgment Notice or Probation Notice, or who otherwise disagree with any
Training Committee decision regarding their status in the program, are entitled to challenge the
Committee's actions by initiating a grievance procedure. Within 5 working days of receipt the Training
Committee's notice or other decision, the intern must inform the Training Director in writing that he or she is
challenging the Committee's action. The intern then has 5 additional days to provide the Training Director
with information as to why the intern believes the Training Committee’s action is unwarranted. Failure to
provide such information will constitute a withdrawal of the challenge. Following receipt of the intern's
challenge, the following actions will be taken.
1 The Training Director will convene a Review Panel consisting of two staff members selected by the
Director and two staff members selected by the intern. The intern retains the right to hear all facts and the
opportunity to dispute or explain his or her behavior.
2 The Training Director will conduct and chair a review hearing in which the intern's challenge is heard
and the evidence presented. The Review Panel's decisions will be made by majority vote. Within 10 days
of completion of the review hearing, the Review Panel will prepare a report on its decisions and
recommendations and will inform the intern of its decisions. The Review Panel will then submit its report to
the Training Director and a copy will be sent to the intern as well as the sponsoring graduate program.
3 Once the Review Panel has informed the intern and submitted its report, the intern has 5 working
days within which to seek a further review of his or her grievance by submitting a written request to the
Employee Resources Director. The intern's request must contain brief explanations of the grievance and of
the desired settlement he or she is seeking, and it must also specify which policies, rules, or regulations
have been violated, misinterpreted, or misapplied.
4 The Employee Resources Director will then conduct a review of all documents submitted and render
a written decision. The Employee Resources Director will render his/her decision within 15 working days of
receipt of the Review Panel's report, and within 10 working days of receipt of an intern's request for further
review if such request was submitted. The Employee Resources Director may accept the Review Panel's
action, reject the Review Panel's action and provide an alternative, or refer the matter back to the Review
Panel for further deliberation. The panel will report back to the Employee Resources Director within 10
working days of the request for further deliberation. The Employee Resources Director will then make a
final decision regarding actions to be taken and shall fashion whatever remedy he/she deems appropriate
and that decision shall be final and binding.
5 Once a final and binding decision has been made, the intern, sponsoring graduate program and
other appropriate individuals will be informed in writing of the action taken.
STAFF ALLEGATION OF INTERN VIOLATION OF STANDARDS
Any staff member of Goodwill Industries may file a written grievance against an intern for the following
reasons: (a) unethical or legal violations of professional standards or laws; (b) infringement on the rights,
privileges or responsibilities of others.
1. The Training Director will review the grievance with other members of the Training Committee and
determine if there is reason to go further or whether the behavior in question is being corrected.
2. If the Training Director and other Training Committee members determine that the alleged behavior
cited in the complaint, if proven, would not constitute a serious violation, the Training Director shall inform
the staff member who may be allowed to renew the complaint if additional information is provided.
3. When the Training Director and other Training Committee members decide that there is probable
cause for deliberation by a Review Panel, the Training Director shall notify the staff member and request
permission to inform the intern. The staff member shall have 5 days to respond to the request and shall be
informed that failure to grant permission may preclude further action. If no response is received within 5
days, or permission to inform the intern is denied, the Training
Director and the other Training Committee members shall decide whether to proceed with
4. If the intern is informed of the complaint, a Review Panel is convened consisting of the Training
Director, two members selected by the staff member who filed the allegation, and two members selected
by the intern. The Review Panel receives any relevant information from both the intern or staff member that
bears on its deliberations.
5. The Review Panel, chaired by the Training Director, will hold a review hearing in which the
complaint is heard and evidence presented. Within 10 days of completing the review hearing, the Review
Panel shall communicate its recommendation to the intern and to the graduate program.
6. Once the Review Panel has communicated its recommendation to the intern the intern has 5
working days within which to submit a written request for further review to the Employee Resources
Director. The request should include relevant information, explanations, and viewpoints that may
challenge, refute, or otherwise call for modification of the Review Panel's decisions and recommendations.
The request should also specify policies, rules, or regulations that may have been violated, misinterpreted,
7. The Employee Resources Director will then conduct a review of all documents submitted and render
a written decision. They will render their decision within 15 working days of receipt of the Review Panel's
report, and within 10 working days of receipt of an intern's request for further review if such request was
submitted. The Employee Resources Director may accept the Review Panel's action, reject the Review
Panel's action and provide an alternative, or refer the matter back to the Review Panel for further
deliberation. The panel will report back to the Employee Resources Director within 10 working days of the
request for further deliberation. The Employee Resources Director will then make a final decision regarding
actions to be taken. The Employee Resources Director or his/her designee shall fashion whatever
remedy he/she deems appropriate and that decision shall be final and binding.
8. Once a final and binding decision has been made, the intern, sponsoring graduate program and
other appropriate individuals will be informed in writing of the action taken.
INTERN COMPLAINT OR GRIEVANCE ABOUT SUPERVISOR, STAFF MEMBER, TRAINEE, OR THE
There may be situations in which the Intern has a complaint or grievance against a supervisor, staff
member, another trainee, or the program itself, and in which the Intern wishes to file a formal grievance.
The following steps are intended to provide the Intern with a means to resolve perceived conflicts that
cannot be resolved by informal means. Interns who pursue grievances in good faith will not experience any
adverse personal or professional consequences. The Intern who wishes to file a formal grievance should:
1. Raise the issue with the supervisor, staff member, other trainee, or Training Director in an effort to
resolve the problem.
2. If the matter cannot be resolved, or it is inappropriate to raise with the other individual, the issue
should be raised with the Training Director. If the Training Director is the object of the grievance, or
unavailable, the issue should be raised with the Program Administrator.
3. If the Training Director cannot resolve the matter, the Training Director will choose an agreeable
staff member acceptable to the Intern and request that individual to mediate the matter. Written material
will be sought from both parties.
4. If mediation fails, and the complaint is against another trainee, or the program, the Training Director
will convene a review panel consisting of the Training Director, another staff person selected by the training
director and two staff members of the Intern's choosing. The Review panel will review all written materials
(from the Intern, other party, mediation) and have an opportunity at its discretion to interview the parties or
other individuals with relevant information. The Review Panel has final discretion regarding outcome. If
mediation fails and the complaint is against a staff member, grievance procedures dictated by Goodwill
personnel policies will be followed.